Team Management

4 Ways to Prepare Junior Marketing Staff for a Promotion

Promoting from within is a great way to grow your team’s capacity and forge long-term career paths for your marketing team. Here’s how to do it the right way.

When you’re looking to add talent to your marketing team, it’s tempting to expand your search beyond your existing team. Yet companies that have a plan in place for hiring from within cultivate loyalty and can benefit from their staff’s growing institutional knowledge. As a marketing leader, how can you make sure you’re preparing your team to grow with your future needs? Here are four ways you can work with junior staff to prepare them for future promotions.

Engage annually on career plans: You’re busy. But if you’re not spending time trying to understanding individual marketing talent’s interests and goals, it’s hard to roadmap how they can develop with your company. At least once a year, set aside 30 to 60 minutes to meet with each team member. Explore what they love about their current role and what their plans are in a year or five years. This background can help you make critical decisions about future staffing needs.

Find stretch assignments: It’s important that your team masters their current wheelhouse of work. But to keep your team moving forward, constantly be on the lookout for stretch assignments. Whether you’re encouraging them to learn new skills or testing their confidence in a different environment, expanding the projects your team works on will help them get to the next level.

Invest in training for future skills: As marketing becomes more complex, teams need new skills and support. Futurecasting can help you determine what skills and support you’ll need in the next 12 to 18 months. Consider supporting classes, coaching, or training for your team to develop those skills in-house. Doing that now with an eye toward the future will help ensure that you have the abilities in-house when you need them.

Promote open positions internally: Even the most engaged manager may not know that an employee is ready for her next opportunity. Consider sharing open positions internally and encouraging internal applicants. Doing this allows motivated, interested employees to self-select—and gives you the chance to source from an internal talent pool before moving to outside recruiting.

Having a plan in place for how to cultivate talent and hire internally for your most important positions in smart strategy. Marketers who invest in their team’s long-term growth and development will have an engaged, loyal team that’s likely to stay with them throughout their career.